2008 CEO Diversity Leadership Awards

Paula F. Downey is President of AAA Northern California, Nevada & Utah and its insurance affiliate, the California State Automobile Association Inter-Insurance Bureau. AAA Northern California, Nevada & Utah is the second largest club of the national AAA federation, with more than $2.6 billion in annual revenue and more than 4.3 million members. As President, Downey is responsible for all operational aspects of the multi-state organization. She joined AAA Northern California, Nevada & Utah as Chief Financial Officer in April 2000.

Downey also serves on the boards of BRE Properties Inc., the Bay Area Council and the Golden Gate National Parks Conservancy. She is chair of the Transportation Committee of the Bay Area Council and chair of the Audit Committee of the Golden Gate National Parks Conservancy. She is a past board member of Leadership California, as well as the Detroit Urban League, Michigan Metro Girl Scout Council and Michigan Economic and Environmental Roundtable.

Downey has been recognized for the past four years as one of the Bay Area's 100 Most Influential Women in Business by the San Francisco Business Times and received the 2006 Spirit of Achievement Award from Junior Achievement.

Downey worked for AAA Michigan for more than 25 years before joining AAA Northern California, Nevada & Utah. She received her bachelor's degree in Accounting from the University of Michigan, Dearborn, and her master's degree in Business Administration from the University of Michigan, Ann Arbor.

Douglas R. Conant was appointed President and Chief Executive Officer of Campbell Soup Company in January 2001. Conant is the 11th leader in Campbell's history.

Under Conant's leadership, Campbell has reversed a decline in market value and employee engagement and has made investments to improve product quality and packaging, strengthen marketing programs, and develop an innovation pipeline. Campbell also has improved its financial profile and enhanced customer relationships. Additionally, Conant has raised the importance of diversity and inclusion by:

• Embedding diversity into key business strategies;
• Recruiting Campbell's first Chief Diversity Officer;
• Establishing a Global Diversity Advisory Board;
• Nurturing and supporting 6 affinity networks to foster a more inclusive workplace;
• Driving accountability for diversity recruiting efforts to enhance the talent pipeline;
• Mandating diversity training programs for Global Leadership Team members;
• Enhancing Campbell's supplier diversity program.

To highlight the importance of diversity and model the behavior he expects from company leaders, Conant begins staff meetings with an update on diversity. The company also starts its Global Leadership Meetings (which include Campbell's top 350 managers) with a progress report on diversity.

Conant joined Campbell with 25 years of food industry experience from three leading food companies: General Mills, Kraft Foods, and Nabisco. Immediately prior to Campbell, Conant was President of Nabisco Foods Company.

A Chicago native, he earned his Bachelor of Arts degree from Northwestern University and his master's degree in business administration from the J.L. Kellogg School of Management at Northwestern.

Conant is Chairman of the Board of Directors of Students in Free Enterprise (SIFE), Chairman and Trustee of The Conference Board, Chairman of the Grocery Manufacturers Association/Food Processors of America (GMA/FPA), and a Trustee of the International Tennis Hall of Fame in Newport, Rhode Island.

A.G. Lafley became Chairman of the Board of Directors in July 2002. He was elected Chief Executive in June 2000.

Mr. Lafley joined P&G in 1977 in Marketing. He held a variety of positions in P&G's laundry and cleaning business before being named group vice president in 1992. He delivered record sales and profits through the introduction of major product innovations, including Liquid Tide and Tide with Bleach, and by focusing on building strong brand franchises.

In 1995, Mr. Lafley was named executive vice president with responsibility for Asia. During his three years leading that business, he laid the foundation for a return to growth in Japan, helped build the business in China from less than $90 million to nearly $1 billion, and successfully led the Asia business through major currency and economic upheaval, as well as the impact of the Kobe, Japan earthquake.

In 1999, Mr. Lafley was named president of P&G's global Beauty Care business and the North America market development organization. Under his leadership, P&G's North America business achieved all time record high net sales. During that time, he also laid the foundation for a comprehensive global strategy to revitalize P&G's beauty business. He placed major focus on innovations in both product and marketing, driving renewed growth across P&G's Hair Care business, particularly Pantene.

Since Mr. Lafley's election as Chief Executive in 2000, he has put P&G back on track to deliver its long term goals by focusing on top brands, countries and customers, superior consumer value, and improved cost and cash management. Further, he has set a clear vision for future growth, including the acquisition of Clairol in 2001, Wella in 2003, and Gillette in 2005, the company's largest acquisition to date. P&G's stock price more than doubled since June of 2000, which led to the company's decision to split P&G stock 2-for-1 in May, 2004. In 2006, Mr. Lafley was named CEO of the Year by Chief Executive Magazine.

A native of Keene, New Hampshire, Mr. Lafley graduated from Hamilton College with a BA in History and from Harvard Business School with a Master's in Business Administration. Before joining P&G, Mr. Lafley also served in the U.S. Navy for five years.

His local and national activities include: member, Board of Trustees, Hamilton College, member, Board of Directors, United Negro College Fund, member, Board of Directors, General Electric Company, Board of Directors, Dell Inc.; chairman, Cincinnati Center City Development Corporation (3CDC); member, American Society of Corporate Executives, and The Business Roundtable; member, Board of Trustees-US Council for International Business; member, The Business Council; The Lauder Institute Board of Governors (Wharton School of Arts & Sciences), and member, Board of Trustees, Grocery Manufacturers of America.

Mr. Lafley is past member, Board of Directors, General Motors Corporation, Board of Trustees, Xavier University, Board of Trustees, Cincinnati Fine Arts Fund, American Chamber of Commerce in Japan; past member, G100 (formerly the M&A Group), Board of Trustees, Cincinnati Symphony Orchestra, Board of Trustees, The Seven Hills School, Medical Center Fund of Cincinnati, and past member, Board of Trustees - Cincinnati Playhouse in the Park.

John R. Strangfeld is chairman and chief executive officer of Prudential Financial, Inc.

Before being named CEO, Strangfeld was vice-chairman responsible for Prudential’s U.S. Businesses, which include both the Investment and the Insurance Divisions.

Strangfeld is a member of the Board of Managers of Wachovia/Prudential Financial Advisors LLC, which was formed in July 2003 as part of the merger of the retail brokerage and securities businesses of Prudential Securities and Wachovia Securities.

Prior to his position as vice-chairman, Strangfeld held a variety of senior investment positions at Prudential Financial, both within the United States and abroad, including six years in London.

Strangfeld received a BS in Business Administration from Susquehanna University and an MBA from the Darden School of Business at the University of Virginia. He is Vice Chairman of the Board of Trustees of Susquehanna University and is a member of the Board of Trustees of The Darden Foundation, University of Virginia. He is also a member of the Raven Society, the oldest and most prestigious honorary society at the University of Virginia. He holds the Chartered Financial Analyst (CFA) designation.

Tony Affuso is the Chairman of the Board and CEO of Siemens PLM Software, a, business unit of the Siemens Industry Automation Division. "Diversity is personal to me," states Mr. Affuso "and to the people of Siemens PLM Software."

Siemens PLM Software is whole-heartedly committed to diversity. "As an industry leader and a world-class global employer, we believe we have a number of responsibilities – among them a strong commitment to all dimensions of diversity. Because we operate around the world, it's imperative that we understand differences in cultures, behaviors, people, traditions and environments. We also believe that diversity is a key business imperative linked to individual performance, organizational performance and success in the global marketplace," adds Mr. Affuso.

The company's GO PLM program extends its support for diversity beyond the office walls. This initiative focuses on five key education and community development programs, including Academic Partnerships, Youth Development, Regional Productivity, Community Relations and Partners for the Advancement of Collaborative Engineering Education. Today, more than 9,300 GO PLM Partners worldwide train 954,000 students on Siemens PLM Software's products each year, supported with software and services valued commercially at more than $4 billion in 2007, including $1.2 billion to Historical Black Colleges and Universities (HBCUs) and Historical Spanish Colleges and Universities (HSCUs)..

Siemens PLM Software's Youth Development Programs work with regional communities to develop advanced manufacturing career opportunities for people of color, at-risk youth, displaced workers and other under-represented populations. An example of the company's involvement with regional productivity is a PLM Certification program that was initiated with Uganda, Ghana, USAID, Boeing and several HBCU's to certify people of color in-country to perform product design tasks and contribute to local economies. Ambassador Edith Ssempala (Uganda) and the National Society of Black Engineers (NSBE) recently honored Siemens PLM Software for its community spirit and PLM vision.

Dennis Sadlowski is president and CEO of Siemens Energy and Automation, Inc. (SE&A) a division of Siemens in the USA which manufactures and markets one of the world's broadest ranges of electrical and electronics products, systems and services. "Diversity is one of the key sources of Siemens competitive edge and it is one of the cornerstones of good business," Sadlowski explained.

"By having people with different ideas, different backgrounds, and different points of view, we have a stronger company that can achieve profitable growth in a highly competitive market," he said. "We're proud to celebrate our differences and champion an environment where respect and support is first and foremost in our working relationships."

Diversity and inclusion are part of SE&A's values at the highest level. Sadlowski proactively addresses diversity with his leadership team each quarter to ensure it is integrated into the company's business scorecard. "Siemens is committed to improving the representation of women and minorities in leadership roles within the company, and we have achieved steady increases in these categories over the past few years," he said.

Sadlowski promotes the concept of people excellence which is one of the pillars that underpins SE&A's strategy to drive market leadership. "Diversity and people excellence are closely linked because an inclusive culture gives Siemens a competitive edge," he explained. "SE&A's commitment to diversity provides opportunities for personal and professional development which increases productivity, quality, creativity and innovation."

Leaders play a key role in championing diversity at Siemens and they are measured for implementing diversity initiatives. SE&A conducts an annual employee survey which includes questions about diversity and an index against which managers are measured. Managers and their teams use these survey results to improve work-life balance, communications, and performance coaching.

SE&A's inclusive culture has also given rise to networking groups, including the African American Community and the Women's Network. "We recognize that diversity is a business imperative and an investment in our future," Sadlowski said. "At SE&A, we will continue to celebrate the rich culture of our employees, customers, business partners and the communities in which we do business."

Randy H. Zwirn is the President & CEO, Siemens Power Generation, Inc. and CEO, Energy Sector Service Division. As CEO, Mr. Zwirn charts the course for the business and for diversity efforts. Diversity is a key element of the business strategy and it enhances Siemens’ business performance worldwide. Our diversity efforts help to make us an employer of choice – a place where people want to work because they feel included and valued. From the Supplier Diversity Program to Employee Resource Groups, diversity and inclusion are a part of day-to-day business.

The successes of our diversity programs can be easily seen. For example, through the efforts of the Supplier Diversity Program, Siemens Energy spent nearly $300 million of its domestic purchase order volume with small and small-disadvantaged businesses in fiscal year 2007, and more than $1 billion with these businesses since the program was implemented seven years ago.

The Company also supports two Employee Resource Groups, the Women’s Resource Group and the Black Resource Group. Both groups offer great networking opportunites for employees and participation continues to grow each year. Resource Groups are employee driven, and are formed based on employee input. The Employee Resource Groups host several guest speakers throughout the year who speak about career development, business-related topics and work/life balance. With more than 600 active members between the two groups, approximately 30 percent of the employees located in our Orlando headquarters have participated in the groups’ events or activities. A third Resource Group, the Future Retirees Group, is under development and will facilitate knowledge transfer from retiring employees to new employees and provide mentoring opportunities, addressing a key business need.

As a global society, we are growing more diverse, and as a company, Siemens has made understanding and valuing diversity a strategic initiative. To achieve business success, the Company focuses on expanding the pool of talent by strengthening our workforce diversity and fostering a culture of inclusion, cross-cultural understanding and collaboration.

Robert "Bob" Jewell has worked his entire 30-year legal career at Andrews Kurth LLP. He joined the firm in 1978 and has been a partner since 1986 when he also served as the firm's hiring partner. Bob became the Managing Partner of the Houston office in 1995 and was first elected to the Policy Committee (the firm's governing body) in 1997. He was elected as the firm-wide Managing Partner in July 2007. Bob also serves as Chair of the Executive Committee, a member of the Policy Committee, co-chair of the Corporate/Securities practice group, and is an active member of the Diversity Committee.

Bob has been a champion of diversity and inclusion at Andrews Kurth for many years, recognizing the importance of diversity and inclusion from both the business and talent perspectives. Through his leadership positions, Bob has taken measures to advance his beliefs that all of the firm's employees must be treated with dignity and respect, and must be provided the tools and resources to be successful. Bob firmly believes that the firm must maintain an inclusive and collaborative environment where all employees enjoy their work in order to continue to be able to attract and retain the best lawyers and staff and, through them, provide the best service that it can to the firm's clients.

Andrews Kurth's Partner and Chief Diversity Officer reports directly to Bob Jewell, as Managing Partner. Bob has worked closely with the CDO to develop the firm's comprehensive diversity and inclusion strategic plan. To implement the plan, the firm launched its Diversity Orientation—required in-person training for all employees firm-wide. To date, over 800 employees have participated in the training, which is now a component of the firm's new-hire orientation. In addition, Bob led the development of a process to track attorney participation in diversity activities as a part of the attorneys' annual performance review, so that all attorneys are reminded of their respective roles in supporting the firm's diversity and inclusion strategy.

Understanding that diversity and inclusion are core values of the firm, Bob works hard to help the firm realize its vision of being the leader in the legal profession from this perspective. For example, Bob led the increase in paid maternity leave for attorneys, instituted the provision for paid leave for non-primary care givers, supported the firm becoming a Founding Member of the Partnership for Attorney Retention, supported the firm's leadership position in the Houston Urban Debate League, and demonstrated his knowledge and commitment by participating on the Managing Partner Roundtable at the 2008 Texas Diversity and Leadership Conference in May 2008.

Gary L. Sasso is President and Chief Executive Officer of Carlton Fields, PA, based in Tampa, Florida. Carlton Fields is one of the nation's largest 200 law firms, serving business clients from around the world in litigation; corporate, securities, and tax; real estate finance; construction; and regulatory matters. Gary became CEO of Carlton Fields in February 2006, having previously chaired the firm's Litigation department. Gary has continued the firm's longstanding commitment to diversity. In 2006 and 2007, Carlton Fields was recognized repeatedly for its progressive programs and commitment to inclusion for all employees while also receiving acknowledgment for professional excellence. In 2007, Carlton Fields was recognized by BTI Consulting of Boston, Massachusetts as one of the top 30 firms in the country for client service.

Gary is a Fellow in the International Academy of Trial Lawyers and a Fellow in the American Academy of Appellate Lawyers, and he has held numerous leadership positions in the American Bar Association and The Florida Bar. He serves on the Board of the Tampa Bay United Way and on the Executive Committee for the Tampa Bay Partnership.